In the current economic environment, retention is one of the foremost concerns of all organisations. Leading organisations are citing retention as a key challenge and central objective; and no organisation can expect to survive if its retention game is not on point. A sound retention strategy results in lower staff turnover rates, which means: Reduced costs to the company, higher revenues and profitability, more productive staff and increased work morale. Retention is, in fact, a win-win deal for both parties – the employer and the employee.

Retention Strategies is a complete how-to book to help you implement a sound retention strategy for today’s workplace. This book unpacks:

The business case for retention strategies and the cost implications of high staff turnover.

The role of rewards and remuneration: Remuneration only accounts for 25% of the stay decision, nevertheless it is a ticket to the retention game – it just has to be fair.

Retention and engagement: Whilst engagement does not necessarily cause retention, there is some relationship.

Remuneration options for retention and how each is typically used in organisations. This assumes that we have ticked all the other retention boxes like interesting work and great leadership.

The Employee Value Proposition (EVP) and its link to retention and remuneration.

Retention strategies for different generations.

Retention Strategies is essential reading for anyone who manages or leads people currently or will lead them in the future. It will give you the tools to ensure people will want to work for you, follow you and stay with you. Retention Strategies is also intended for HR and reward executives, who are often responsible for crafting policy involving employment. This book may provide you with some ideas on what to include and exclude in your policies.

ABOUT THE AUTHOR

Dr Mark Bussin is the Chairperson of 21st Century, a specialist reward and remuneration consultancy. He has HR, reward and remuneration experience across all industry sectors, and is viewed as a thought leader in the HR, reward and remuneration arena. He serves on and advises numerous Boards and Remuneration Committees on Executive Remuneration. Mark holds a Doctorate in Commerce. He has published or presented over 350 articles and papers, and has received awards for his outstanding articles in this field. He has appeared on television and radio, and in the press, giving his expert views on remuneration. Mark is a guest lecturer at several universities and supervises Masters’ and Doctoral theses in the Reward area. He is a past President of SARA (South African Reward Association) and a past Commissioner for the remuneration of Public Office-Bearers in the Presidency. Mark tutors reward and finance modules for WorldatWork globally.

If you’re a team leader asking the question: How do I make my team better?, then Team Leadership is the book that provides the answers.

Team Leadership will assist team leaders and members to become more effective by helping them to understand teams better. This book brings together theories and research on team development, team functioning, managing teams, team growth and more! It also describes tools and techniques that can be used to raise the performance levels of teams and help them to function optimally.

Team Leadership is different from the many other books offering tools for teams, in that:

* It gives insight into team behaviour from an academic point of view and especially what current science tells us what works well to improve teams. * It links to practice in its aim to be practical and helpful in daily organisational life. * It gives leaders an opportunity to learn and grow, and therefore also has a developmental focus. * It offers a careful selection of theories, tools and techniques to be applied in many contexts and at various stages of a team’s development.

Team Leadership is one of the most comprehensive books available on the science of team development, offering practical insights into:

Prof Drikus Kriek is Deputy Dean for Pedagogy and Director of the Executive PhD at the IEDC-Bled School of Management in Bled, Slovenia. He is Associate-Professor of Leadership at the IEDC where he was instrumental in establishing the recently launched Team Development Institute. Previously he was Director of the Leadership Development Centre at Wits Business School of the University of the Witwatersrand and holds an Associate- Professorship in Human Resource Management and Leadership at WBS. Drikus consults in the field of Organisation Development and has been involved in team development, management education projects, lecturing and leadership development programmes to a variety of local and international organisations with projects in Slovenia, Russia, Croatia, Bosnia-Herzegovina, Serbia, Namibia, Botswana, Ghana, Latvia, The Netherlands and Australia.

“The ideas and experiences shared by author Nene Molefi speak directly to the troubling prejudices and inequities that persist in our world. Diversity and inclusion are more pressing than ever. Injustices and deep social divisions persist, personally and systemically. Racism, sexism, homophobia, and other forms of fear and hatred are not isolated. They remain embedded and they demand courageous, deliberate work. In this book, Nene uses her own story to cast a bright light on the transformation journey. Nene’s book quite vulnerably takes the reader on Nene’s personal journey. In addition to the deeply personal content, each chapter ends with practical guidelines on how to lead inclusively. Nene’s book offers hope and substance in our vision of a diverse and inclusive and just society.” — Justice Edwin Cameron

PRAISE FOR THE BOOK

“This is a deeply authentic personal narrative offering powerful and practical insights, from one of South Africa’s foremost advisors on diversity and transformation. It should be required reading for any leader who is serious about effectively transforming their organisation.”

Dr Jonathan Broomberg, CEO, Discovery Health

“A Journey of Diversity & Inclusion in South Africa will enable all of us to meaningfully interpret and articulate our own biases, narratives and the contributions we can make to heal our fractured nation.”

Prof Nicola Kleyn, Dean, University of Pretoria’s Gordon Institute of Business Science (GIBS)

“It is no longer good enough to say diversity is an asset. Leaders are expected to lead the way of inclusion, live the values and thereby define the DNA of their organisation.”

Bongani Nqwababa, Joint President & CEO, Sasol Limited

“Mind-opening for those yet to be convinced of the need for transformation, and helpful to those who are already committed to transformation but are not sure how to play a part. This book will empower willing transformers!”

Over the past two decades, Nene has gained a reputation both locally and internationally as a thought-leader in diversity and inclusion, values-driven leadership and transformation. She has authored numerous publications, including contributing to the book Leadership Perspectives from the Front Line. She is a member of the Diversity Collegium, a think tank of globally- recognised diversity experts. She is an associate lecturer at GIBS on Global Diversity and Unconscious Bias, as well as an associate lecturer on Transformation Strategy for the Stellenbosch Business School. She is a sought-after speaker for conferences around the world.

In our progressively changing environment, it is of crucial importance to deepen our understanding of peace between people and how leadership can enhance that by “leading for peace”.

This book proposes a useful framework for all leaders (including business, political leaders and peace developers) on how to attain peace between people.

The book is presented in four sections:

Peace leadership in perspective: Discussions on the nature and meaning of peace leadership, important building blocks for peace leadership (emotional, social and communal intelligence), and a peace leadership-in-action model (which forms the basis of the book).

Implementation strategies focus on lead self, lead with others and lead communities. Lead self includes: leading peace through self, others and the community, the role of wisdom and spirituality in leading self and others, and individual, social and cultural inertia preventing humanity from attaining peace. Lead others includes: leadership theories which support peace leadership, the improvement of cultural intelligence amongst peace leaders, and women’s role in peace building. Lead communities includes: peace leadership in the public and private sectors, healthcare for the vulnerable and its meaning and contribution towards peace leadership, and working from helplessness to serving the community.

Tools and initiatives to become a highly effective peace leader, including information and communication technological innovations for peace leaders and sport as a tool for peace building.

Concluding thoughts. Concluding thoughts are given, with the emphasis on what we have learned and looking ahead. This editorial book provides a significant contribution within the emerging peace leadership discipline as the international community, non-governmental organisations, and the public and private sectors struggle to formulate sustainable peace initiatives at the tribal, local and communal societal level.

ABOUT THE AUTHORS

Professor Ebben Van Zyl is currently Professor in the Department of Industrial Psychology (University of the Free State, South Africa). Professor van Zyl has published 48 scientific publications, 39 research projects and has presented 45 papers at national and international conferences with regard to industrial psychology and leadership related topics. He is inter alia also the editor and co-writer of the book: Leadership in the African Context (2009; 2016). He received the awards: ‘Top Performer: Research’ in the Faculty of Economic and Management Sciences (1999 and 2015, University of the Free State) as well as: ‘Research Excellence’ from the University of the Free State (2004). His book, Leadership in the African Context, was nominated as one of the best books at the University of The Free State (2017). He also acts as a consultant for various companies in the fields of medico-legal investigations, leadership, conflict and peace management, stress measurement and management, as well as human resource management.

Dr Andrew Campbell is the Director, International Peace and Leadership Institute. In addition, Dr Campbell, as a retired senior military officer, works for the Department of Defence specialising in Counter-Terrorism and Global Security Cooperation. Dr Campbell possesses a Doctorate in Global Leadership from the Institute of Indiana Technology, Fort Wayne, IN. and a Master’s in Diplomacy in International Conflict Management from Norwich University, Northfield, VT. Dr Campbell is a recognised national and international speaker on peace leadership and has addressed the World Society of Victimology at The Hague 2012, Peace Leadership Conference 2017, International Leadership Association 2011–2018, and the European Consortium for Political Research 2015–2017. He is widely published in both national and international journals.

The highly experienced and knowledgeable authors of Organisational Diagnosis provide the reader with the necessary advice, tools and applications to conduct a successful organisational diagnosis. Readers will come to understand how to diagnose concerns/problems and leverage untapped possibilities in the organisation in order to improve and be successful in a competitive, fast-changing world.

The book consists of 13 chapters, which covers the core concepts in conducting an organisational diagnosis.

Content includes:

Planning and coordinating an organisational diagnosis

Preparing and involving all stakeholders

Developing and sourcing assessment instruments

Survey administration process

Data gathering in groups – an inclusive way of gathering

Analysing and interpretation of results

Follow-up process – clarifying survey results

Report writing and feedback

Action planning and learning

Conducting multicultural research insights gained from theory and practice

The organisational and psychological impact of Organisational Diagnosis

Ethical and privacy considerations for research

ABOUT THE EDITORS

Prof Nico Martins is presently with the Department of Industrial Psychology at the University of South Africa (Unisa, since 1995) and specialises in the field of organisational psychology. His fields of expertise are organisational development and change.

Dr Ellen Caroline Martins is an inter-disciplinary researcher and author who has published 19 articles, five chapters in books, mostly as first author, and has presented papers at eight international conferences and a number of South African conferences. Her work focuses on knowledge retention, surveys and research methodology, organisational culture, creativity and innovation, and age generation groups.

Dr Rica Viljoen is the managing director of Mandala Consulting, a niche organisational development company that specialises in transformational processes, organisational research and spiral dynamics. She is a master organisational development practitioner who focuses on large-scale organisational change and development. She is a senior research fellow at the University of Johannesburg and is adjunct faculty at the Henley Business School, South Africa. Her research has been published and presented internationally, and has reached more than 42 countries.

Mentoring nourishes others to grow and act with greater confidence. The need for mentorship is greater than ever before. However, informal mentoring has not kept up with the challenges in business. In his latest book on mentoring, Niël Steinmann, South Africa’s leading authority on mentorship suggests a structured and intentional approach to mentoring, called crucial mentoring conversations. He explains: ‘Our success in life is dictated by the quality of relationships we can build and maintain’.

Parents, teachers and leaders from any career, professional, or educational setting are now challenged to successfully navigate mentoring relationships. The book is rich with advice and will explore the various conversations crucial for mentoring relationships. You will be able to hold deeper more honest conversations that create new levels of self-awareness and opportunities for those that you mentor to transform situations and relationships around them.

It presents to the mentor practical tools to facilitate this awareness and learning in ways that enrich, challenge, inspire and enable mentees to learn about themselves and their world. When you mentor intentionally, opportunities for crucial conversations present themselves all the time - from ‘What’s my purpose?’ to navigating career challenges, to performance feedback, developing strengths and how to manage productive relationships and networks both personally and professionally.

CONTENT INCLUDES:

Demystifying crucial mentoring conversations

The purpose of a crucial mentoring conversation

Ingredients of successful crucial mentoring conversations

Topics that crucial mentoring conversations can/should cover

Who should own or drive these conversations?

When should you have a crucial mentoring conversation?

Creating successful crucial mentoring conversations

The power of storytelling

How to ensure honesty and safety in your conversations

At what stage should confrontation be part of a crucial mentoring conversation?

How to end a crucial mentoring conversation

Niël Steinmann is a specialist business consultant and registered Industrial Psychologist. He has invested more than a quarter century studying the topics of mentoring, coaching and leadership development. In 1999 he founded People's Dynamic Development, a management consultancy that utilizes African analogies to develop people and organisations to significantly increase their performance capacity. Niël is the author of Fundamentals for effective mentoring: Raising giant killers which received international recognition and endorsements from prominent and renowned leadership consultant Dr Ken Blanchard.

Research now shows that people with higher levels of emotional intelligence generally have:

Greater job satisfaction

A better chance of getting promoted

A bigger salary

A higher standard of living

Fewer family conflicts

A stronger immune system

A lower chance of developing cardiovascular disorders, and

A more fulfilled life!

Written especially for the South African workplace, this newly updated edition will show you to improve and develop your emotional intelligence by focusing on these aspects of EQ:

Self-awareness

Self- regard

Assertiveness

Empathy

Interpersonal relations

Problem- solving

Impulse control

Stress tolerance

Flexibility

Optimism

And more!

Throughout the book, you will find practical tips, exercises, and case studies to help you develop your emotional intelligence. Emotional Intelligence is a complete guidebook to help you leverage your EQ for greater professional and personal success. Now is your chance to open the door to a better life!

Annual General Reports – Going the Digital Route
Most companies, especially major corporates, if asked to detail everything they have done over a year would come up with a book you’d need a forklift to carry. The beauty of living in the digital world is that we can so easily condense reports and documents to just highlight the real benefits and stories.

Linking the Talent Strategy to the Business Strategy – A Multinational Approach
The sole purpose of a talent strategy is to support the MNC in achieving its global strategic objectives. Therefore, it needs to be derived from the corporate business plan and must be measured in terms of its contribution to the achievement of company goals. Several approaches to ensure business-talent strategic alignment are proposed.